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Measuring Behavior Overview - Coggle Diagram

- - - - Disadvantages:
        
        Judges performance based on one dimension only
        
        •May be difficult to rank similar performance levels
        
        •Does not specify the threshold for acceptable performance
      - Advantages:
        
        •Simple and easy to do
        
        •Results are clear
        
        •Uses two anchors (best and worst)
    - - Advantages
        
        •Thorough
        •Final rankings are more accurate
      - Disadvantages
        
        •Very time consuming
        •May encounter problem of comparing “apples and oranges”
    - - Advantages
        
        Simple and easy to do
        
        Results are clear
      - Disadvantages
        
        •Judges performance based on one dimension only
        •May be difficult to rank similar performance levels
    - - Advantages
        
        •Categorizes employees into specific performance groups
        
        •Facilitates reward assessment
        
        •Competition
      - Disadvantages
        
        •Assumes performance scores are normally distributed
        •May discourage contextual performance and teamwork
    - - Advantages
        
        •Simple and easy to use
        •Evaluates specific competencies or overall performance
      - Disadvantages
        
        •May be difficult to consider all rates at the same time
        •Time consuming if using several scales for different competencies
    - - Easy to explain
        
        Straightforward – easy to see which employees are where in the distributions
        
        Identifies top as well as underperformers
        
        Better control for biases and errors than found in absolute systems.
- - - - Advantages
        
        •Easy to use and understand
        
        •Provide quantitative information
        
        •Widely used
        
        •More objective than other systems
      - Disadvantages
        
        •May feel impersonal and disconnected
        
        •Scale points used are often arbitrary
        
        •Difficult for the employee to get detailed and useful feedback
    - - Advantages
        
        •Focus on the employee’s actual job behavior
        
        •Provides specific examples of behavior
        
        •Employees identify with rating
      - Disdvantages
        
        •Collecting critical incidents can be very time consuming
        •Quantification is difficult
    - - Advantages
        
        •Simplest absolute method
        
        •Individualized for each employee
        
        •Can be done anytime
        
        •Potential for detailed feedback
      - Disadvantages
        
        •Unstructured and may lack detail
        
        •Depends on supervisor’s writing skill
        
        •Comparisons between employees are virtually impossible
        
        •Lack of quantitative information; difficult to use in personnel decisions
    - - Advantages
        
        •Meanings, interpretations, and dimensions being rated are clear
        
        •Useful and accurate
        
        •Most popular tool
      - Disadvantages
        
        •Time consuming and resource-laden to develop
        •Lacks individualized feedback and recommendations
    - - Behaviorally Anchored Rating Scales (BARS)
      - Uses critical incidents as anchors
      - Involves multiple groups of employees in development
        
        Identify important job elements
        
        Check for inter-rater reliability
        
        Describe critical incidents at various levels of performance